After Collecting Petition Signatures: How to Engage Decision Makers

You’ve put in the effort. You’ve had the conversations, collected the signatures, and sparked momentum. Whether you were asking for better safety gear, fairer hours, or improved conditions at work, your petition shows that people care. But what now?

If you stop after collecting signatures, your campaign is only halfway done. The next step is the most important: turning collective support into actual change by engaging the people who can make it happen — the decision makers.

Here’s how to do that effectively.

Understand Who Has the Power to Say “Yes”

Before you plan your next move, it’s critical to identify who actually has the authority to approve what you're asking for. In many workplaces, this could be someone in HR, a health and safety officer, your site manager, or even a regional director.

Decision makers often have competing priorities: budget constraints, operational challenges, or compliance checklists. But that doesn't mean they’re against your petition. In fact, many are open to change — they just need a clear, structured case.

To prepare:

Look at your org chart (if there is one) or ask discreetly who oversees your concern area.
Try to understand what that person cares about. Are they focused on cost savings, safety records, staff retention?

The better you understand their viewpoint, the easier it is to speak their language.

Back Your Ask With Credibility

Having signatures is powerful, but how you present them matters even more.

Instead of just handing over a document, show that there’s real thought behind it. Summarize the number of signatures and include anonymized quotes if possible. Mention how many departments or job functions are represented. Highlight any urgent issues or patterns in the comments.

This transforms your petition from a list of names into a credible, collective voice asking for practical change.

It also helps to show that you’re offering a solution, not just a complaint. For instance, if you’re petitioning for anti-fatigue footwear in extreme-heat environments, mention how this could reduce injuries, downtime, and even insurance costs.

Make Your Approach Strategic and Respectful

When you're ready to approach a decision maker, timing and tone are everything. You don’t want to raise your issue during a chaotic shift change or a major crisis.

Ask for a brief meeting, or if that’s not possible, send a clear and professional email. Introduce yourself, share the goal of your petition, and express your desire to work together. Attach a summary of the petition along with the full list if appropriate.

Here’s a sample opener:

“Hi [Name], I’m reaching out on behalf of several coworkers who’ve raised concerns about [issue]. We’ve gathered support from over 60 colleagues across three departments and would appreciate the chance to talk through a proposed solution that could improve both safety and morale.”

Keep it short, clear, and collaborative.

Keep the Crowd Warm: Don’t Let the Momentum Fade

While you focus on management, don’t forget the people who signed your petition. Let them know what’s happening. A quick update, even if there’s no decision yet, builds trust and keeps energy high.

Encourage coworkers to share stories about why this change matters. Testimonials can be a powerful tool in convincing leaders, especially if they’re concise and relatable.

You might say:

“We’re working on setting up a meeting with HR. If anyone’s willing to share a short example of how this issue has affected them, it could help strengthen our case.”

Not everyone will speak up, but even one or two stories can move a conversation forward.

Anticipate Pushback and Stay Ready Sometimes, even a well-reasoned petition is met with hesitation or outright rejection. That doesn’t mean you’ve failed.

Use any feedback to refine your ask. Was it too broad? Too expensive? Was more data needed?

You can:

Ask for a pilot program (e.g. test ergonomic gloves on one team first)
Offer alternative options (lower-cost versions, phased rollout)
Plan a follow-up with more signatures, stories, or support from a health and safety body

Change often takes more than one conversation.

Real-Life Example: Heat Relief Gear Approved

At a logistics company in Western Australia, workers petitioned for air-conditioned cooling vests after experiencing multiple summer shifts above 40°C. They gathered 120 signatures and documented six instances of heat-related fatigue in one week. By presenting their petition to a regional manager, alongside product suggestions and cost estimates, they were able to get a pilot program approved within a month. Two months later, the program expanded across two warehouses.

This kind of success isn’t guaranteed. But it shows that with the right strategy, bottom-up change is absolutely possible.

Before You Engage: A Quick Checklist Make sure you have:

A clear understanding of who makes the decision
A respectful, brief request to talk
A one-page summary of the petition
Any relevant worker testimonials or comments
An alternative version of your ask (in case they say no to the first one)
Updates ready for your supporters

From Support to Change: You’ve Got This

Petitions don’t create change on their own. People do. You’ve already taken the first bold step by organizing your workplace around an important issue. Now, it’s time to focus that energy into real dialogue.

Engaging decision makers can be intimidating. But with preparation, respect, and persistence, you can turn a list of signatures into something far more powerful: lasting improvement for everyone on the job.

Have you taken a petition all the way to action? Got tips or questions? We’d love to hear your story — reach out, and we might feature it on our social media channels!